They are not on the same level as ASMs. They are probably paid 10k a year less. In my division starting out its only 34k with 4000 bonus potential. I believe ASMs start out 44k with bonus potential.
Did they create the position merely to cut down on OT? Working 50+hour weeks for that? You could make more as a Department Head with OT.
Which leads me to my next point. Some stores dont have the order count and thus no supervisor So a Lead is suppose to run a department with 6-8+people? Make sure everything is running smoothly, make the schedule, deal with call ins, deal with management on OSAT? And make the same rate as Nutrition, Dairy, Floral leads, Wine etc who have like 3-4 people max in the department? Ok Kroger.
My store's clicklist supervisor is constantly being called in, and he's always running around the stores selecting because they don't have enough people.
I wouldn't want his job... all that just to be salaried? Eff that.
So, a Lead is suppose to run a department with 6-8+people? Make sure everything is running smoothly, make the schedule, deal with call ins, deal with management on OSAT? And make the same rate as Nutrition, Dairy, Floral leads, Wine, etc. who have like 3-4 people, max, in the department?
Legit point and something to bargain for next time around in your contract.
Similarly, in my view, the company categorizing those departments listed above as sub-departments cheats not only someone who acts as a department head but also takes away the chance for the #2 (ADH/ADL/back-up) to be paid a living wage commensurate with running a department, something that #2 has to do at least two days a week.
In reality the eCommerce Supervisor should be a union position, while they are expected to only supervise, that rarely happens. If the company uses this logic, CSM, Deli Manager, Meat Manager, Grocery Manager should all be salary positions. Fuel Managers when introduced were salary, but that was changed to a union position.
you are stupid to take a dept head position if they made it salary, oh Joe blow didn't show up to work dont bother clocking out looks like you're staying 2 hours over, oh the refrigerated cases went down at midnight sorry to disturb your beauty sleep but you need to come in and start pulling the product, oh we have company walk tomorrow we're gonna need you to stay for 12 hours to have the dept be ready. No Thanks!
you are stupid to take a dept head position if they made it salary, oh Joe blow didn't show up to work dont bother clocking out looks like you're staying 2 hours over, oh the refrigerated cases went down at midnight sorry to disturb your beauty sleep but you need to come in and start pulling the product, oh we have company walk tomorrow we're gonna need you to stay for 12 hours to have the dept be ready. No Thanks!
I already do that. If the extra pay was right, I'd do salary in a second. Absolutely. But it would have to be more than I would make in a 50 hour workweek as far as OT added in goes.
I can understand being salaried where u sit at a computer or an office job like the co mananagers but you are doing hard labor that is a lose lose situation, you will get burnt out sooner or later
you are stupid to take a dept head position if they made it salary, oh Joe blow didn't show up to work dont bother clocking out looks like you're staying 2 hours over, oh the refrigerated cases went down at midnight sorry to disturb your beauty sleep but you need to come in and start pulling the product, oh we have company walk tomorrow we're gonna need you to stay for 12 hours to have the dept be ready. No Thanks!
I've been there done all that but no way would i do it for a salary position. I'm not sure how the union even allowed this position to be created tbh.
They are not on the same level as ASMs. They are probably paid 10k a year less. In my division starting out its only 34k with 4000 bonus potential. I believe ASMs start out 44k with bonus potential.
Did they create the position merely to cut down on OT? Working 50+hour weeks for that? You could make more as a Department Head with OT.
Which leads me to my next point. Some stores dont have the order count and thus no supervisor So a Lead is suppose to run a department with 6-8+people? Make sure everything is running smoothly, make the schedule, deal with call ins, deal with management on OSAT? And make the same rate as Nutrition, Dairy, Floral leads, Wine etc who have like 3-4 people max in the department? Ok Kroger.
This is why I've resisted my store's attempt to "promote" me to ClickList Lead with the eventual goal of making me a ClickList e-Commerce Supervisor. As someone else said, there's a reason the e-Commerce Supervisors don't stay in that position for long... it's because you're overworked, underpaid and yeah, without union protection, it's easier to get fired. You basically gotta pick up the slack for Selectors that don't wanna work while dealing with the daily drama (we have a lot of teenagers in ClickList, so yeah, drama is a definite issue). Even being the ClickList Lead sucks because the Lead has to basically deal with a lot of the same stuff the Supervisor gets stuck with. No thank you. I'll happily take my $15.05 pay plus the overtime and stay in my current position in the department. A lot less stress and basically the same pay as the Lead minus an extra $0.50 an hour. I wouldn't be making THAT much more as e-Commerce Supervisor anyway.
ClickList Supervisors are there to manage and supervise; whether or not that happens at your store is on your supervisor and their support system.
Speaking personally, I'm a ClickList Supervisor and I do *no day to day work*. That being said, I help out where it's needed, especially if there's a lot of call ins. But most weeks, I probably pick 1 trolley and attend a handful of orders, if that. Especially now that ClickList Supervisors get to predict how many orders they'll do, and thus get to set how many hours their department needs - if they manage it well - they will always have enough help.
It also comes down to managing and coaching the team well. I've seen supervisors who try and do everything themselves and don't trust their team; I've taken the opposite approach. My livelihood is in my teams' hands and I tell them that and I trust them and I've coached them and set them up for success. ****, I leave early pretty much every day because the team is so solid. I work 45 hours a week on average.
So, to answer the question: CL Supervisors should be salary because their main function is to coach and manage.
You must be working in the most well staffed fantasy land Kroger store ever then because that's not the reality for most Clicklist supervisors in my district at least.
We are well staffed. ClickList supervisors, in my division at least, get to write their own budget, and thus they get to write however many hours they want. I can say I'll do 130 orders on a Sunday when I only do 110 and get extra hours for 20 orders to help with call ins and whatnot.
We are well staffed. ClickList supervisors, in my division at least, get to write their own budget, and thus they get to write however many hours they want. I can say I'll do 130 orders on a Sunday when I only do 110 and get extra hours for 20 orders to help with call ins and whatnot.
I'm taking the clicklist supervisor role here when it gets finished being constructed in a couple months. Wouldn't your advice mean you can't reach bonus objectives due to overscheduling?
Bonuses are based on STORE performance, not CLICKLIST performance, oddly enough. And depending on your store, you can send your employees to work in other departments, so if you don't need those 20 extra hours, you can send those 20 hours to the grocery department and you will only "get billed" for the 110 you used.
Bonuses are based on STORE performance, not CLICKLIST performance, oddly enough. And depending on your store, you can send your employees to work in other departments, so if you don't need those 20 extra hours, you can send those 20 hours to the grocery department and you will only "get billed" for the 110 you used.
Man, I wish my store operated this way. When my ClickList e-Commerce Supervisor "adds" more hours than the e-Schedule budgets, store management goes in and removes those hours late Friday/early Saturday before the schedule gets posted. We often get screwed because of that, too, since it's not unusual for us to exceed the number of orders that we were budgeted for.
The idea is to over forecast your budget when writing your budget, then schedule will give you 20 extra hours and you'll be writing to your hour budget.
The idea is to over forecast your budget when writing your budget, then schedule will give you 20 extra hours and you'll be writing to your hour budget.
How can you do that when it's the computer telling you what your budget is and how many hours you are allowed? Here we're told to just let the computer write the schedule and that's that. Like THAT hasn't caused problems right and left in the past...
